Sr. Manager, Total Rewards

QuantumScape Corporation•San Jose, CA

2d•$154,000 - $234,000•Hybrid

About The Position

QuantumScape is seeking a Sr. Manager, Total Rewards to lead the execution and day-to-day management of compensation, benefits, and immigration/mobility. This role partners with the Director, People & Culture, who holds strategic ownership. The Sr. Manager will manage base pay structures, incentive and equity programs, job architecture/leveling, market pricing, pay equity analysis, and the annual performance & focal cycle. This role also includes managing benefits strategy/administration and immigration/mobility through direct people management of the Benefits & Immigration team member. The ideal candidate will possess deep compensation and benefits expertise, strong program ownership, and the judgment to operate independently across a broad, cross-functional scope.

Requirements

6-8 years of progressive HR experience with 4-6 years in a people management or team lead capacity.
Strong total rewards expertise including hands-on Radford or Mercer benchmarking, job architecture, pay equity analysis, and comp cycle administration required.
Experience owning benefit programs end to end including annual renewal, open enrollment, and vendor management, plus leave of absence and workers' compensation administration in a multi-state environment.
Hands-on SuccessFactors experience required, including Compensation and Performance & Goals module configuration; experience with additional HRIS platforms a plus.
Strong analytical skills and ability to translate market data into compensation recommendations and present findings to leadership.
Sound judgment on when to resolve vs. escalate; able to operate independently across a broad scope.
Excellent communication and organizational skills; collaborative by nature with Finance, PBPs, and business stakeholders.
Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience.

Nice To Haves

Experience with additional HRIS platforms a plus.

Responsibilities

Partner with the Director as an active thought partner on compensation strategy - market positioning, pay equity analysis, and job architecture.
Own Radford benchmarking submissions and market data analysis, translating findings into actionable recommendations for the Director and leadership.
Build and maintain job code administration and ensure the job architecture framework is accurate, consistent, and current.
Lead day-to-day execution of the annual compensation cycle - merit, equity refresh, and promotions - in partnership with the Director and Finance.
Advise PBPs, Talent team, and managers on compensation decisions within established guidelines.
Oversee health, welfare, and retirement benefits programs, including annual renewal, vendor management, broker relationships, and open enrollment.
Oversee leave of absence administration - FMLA, CFRA, PDL, and company leave programs - ensuring compliant, consistent, and empathetic handling of employee leaves.
Oversee workers' compensation administration, including claims management, carrier and TPA coordination, and return-to-work programs in partnership with EHS.
Build total rewards communication and education materials that help employees understand the full value of pay, equity, and benefits.
Own the end-to-end performance management program including review cycle administration, calibration support, and HRIS configuration.
Ensure the performance process is executed consistently and on time in partnership with PBPs and leadership.
Provide oversight of people programs - recognition, wellness, and culture initiatives in partnership with the Director, ensuring programs are intentional, consistent, and connected to people strategy.
Directly manage the Benefits team member and the Workers' Compensation & Leave of Absence team member - setting clear expectations, coaching to leveling frameworks, and addressing performance gaps directly.
Build a team culture of ownership, proactive communication, and continuous improvement.
Partner with the Director on performance management and comp decisions for direct reports.
Ensure all owned functions operate in compliance with applicable laws, policies, and audit requirements including ERISA, ACA, and federal and state leave and workers' compensation requirements, plus 5500 filings and nondiscrimination testing.
Identify inefficiencies and drive sustainable process improvements across total rewards and people programs.
Partner with Legal, Finance, and PBPs on cross-functional matters as they arise.